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Who are the "problem teleworkers?" Is a certain age group more likely to abuse the privilege of teleworking? Take the poll and tell us if you believe a particular age group is the most likely to abuse teleworking?

The problem teleworkers are the problem employees - the ones that don't produce when they're in the office. Managers need to establish realistic goals and requirements for teleworkers and monitor their progress.

managers need to establish realistic goals for these freeloaders when they are in the office much less when they are "working" from home.
Why to Feds get to have AWS and Telework schedules but the Contractors don't?

I didn't know my comment would spark a debate, no less another article. I had a boss who once told me of the stigma that telework carried in another agency he worked for in the government, and it was the "Costco excuse." Managers wouldn't trust teleworkers since they felt that their workers were probably running off to Costco. This boss knew better than that, and understood that telework was something to be tried and earned. If you're not producing in the office, then maybe try at home or a designated telework site. If you still can't produce then, it's time to put the person a performance plan. If a worker produces in the office at an acceptable or better level, but excels even further while teleworking, then the worker is encouraged to telework. Is this not the environment that is being established in other agencies across the Fed? I am curious to know. I think age shouldn't be the focus here as I stated in the previous article. I truly think it's work ethic and performance measures that can help prevent "freeloaders" or laziness. Telework is a privilege, not an entitlement either. Agencies do have the right to pull someone from the telework program. If an employee is not producing while teleworking, simply pull them back into the office under closer supervision to see if they are even fulfilling their job tasks at all.

Honestly, if you want to make gov't employees look bad, put in a poll with no option for "good" workers. We don't have an issue with bad teleworkers in my branch because teleworking is a privilege. If you abuse it, you don't get the option to continue. If you produce the same amount and quality of work as you do from your office, you can telework up to twice a week. At the end of every telework day you must provide a report on what you did, and at the beginning you must report in on the automated sign in. It saves me 180 miles of commuting a week, so that's a small price to pay.